When an employee is injured at work, your response matters, for their welfare, for legal compliance, and for managing any claim. Employers in England and Wales have specific duties to report, record and learn from workplace accidents. Here is a practical, step-by-step guide.
Step 1: Make people safe and provide first aid
The immediate priority is the injured person. Provide first aid (you should have trained first aiders and equipment), call emergency services if needed, and make the area safe to prevent further harm.
Step 2: Record the incident
Record the accident in your accident book (and keep the record securely, as it contains personal data). Note the date, time, what happened, who was involved, and any witnesses. Good records help both safety improvement and any later claim.
Step 3: Report under RIDDOR if required
Certain workplace injuries and incidents must be reported to the Health and Safety Executive (HSE) under RIDDOR (the Reporting of Injuries, Diseases and Dangerous Occurrences Regulations 2013), for example, deaths, specified injuries (such as fractures other than to fingers/toes, amputations, serious burns), injuries causing more than seven days' incapacity, certain occupational diseases, and dangerous occurrences. Check whether the incident is reportable and report within the required timescale.
Step 4: Notify your insurer
Tell your employers' liability insurer promptly, most policies require early notification of incidents that could lead to a claim. Remember that employers' liability insurance is compulsory (with a £5 million minimum), and it exists precisely to cover injury claims by staff.
Step 5: Investigate and put things right
Investigate why the accident happened, fairly and promptly, and take action to prevent recurrence, reviewing your risk assessment, equipment, training and systems of work. This is both good practice and central to your duties under the Health and Safety at Work etc Act 1974.
Step 6: Support the employee (and avoid victimisation)
Keep in touch with the injured employee, manage their sick pay and any return to work sensitively, and consider reasonable adjustments if needed. Crucially, do not treat an employee badly because they were injured or because they bring a claim, that can lead to separate discrimination or detriment claims.
If a claim is made
An injured employee will usually bring a personal injury claim in negligence. Breaches of workplace health and safety legislation may be relevant evidence of the standard of care, but are not generally actionable as standalone civil claims following the Enterprise and Regulatory Reform Act 2013. Your insurer typically handles the defence; co-operate, preserve evidence (records, CCTV, the accident book) and take advice.
Key takeaways
- First aid and safety first, then record the incident in the accident book.
- Report qualifying incidents to the HSE under RIDDOR, and notify your employers' liability insurer promptly.
- Investigate and act to prevent recurrence, meeting your duties under the Health and Safety at Work etc Act 1974.
- Support the employee and don't victimise them for being injured or claiming.
Sources
- Health and Safety at Work etc Act 1974 (general duties); RIDDOR (Reporting of Injuries, Diseases and Dangerous Occurrences Regulations 2013)
- Employers' Liability (Compulsory Insurance) Act 1969
- The law of negligence and employers' liability for workplace injury
--- This article is general information about the law of England & Wales as at 2026, not legal advice. For advice on your circumstances, consult a qualified solicitor.